Type: Creative Essays
Sample donated: Alberto Patrick
Last updated: August 14, 2019
Communicatingthe Reorganization of BANKS Felipe MendozaArgosy University31 January 2018AbstractCulture plays a major role in themotivation of employees and this study examined the importance of motivationalfactors for intercultural employees. Most employers would like to have their workforce motivated and ready toaccomplish the job, but lack the understanding of what truly motivates anemployee.
There are essential needs thatshould be met for each diverse person, specifically an employee, in order tosucceed in the workplace. I will discussand survey employee motivation as it relates to culture, job security,professional development, job performance, goal setting, employee recognition,and compensation and consider how to develop a reward system that recognizes itimpartially for all. IntroductionWith the growth ofglobal competition, consolidation, and innovation comes the creation ofpressures that are prompting the rise of teams as being the basic buildingblocks of countless organizations (Kozlowski). Teams within the workplace are the basic composition these days and eachteam will vary from company to company but one thing will remain consistent,change.
The times when company employeeswould press forward with change just because a manager said so, are longgone. Labor mobility is the degree towhich people are able and willing to move from one job to another or from oneworkplace to another (cambridge.org, n.d.).
These pressures drive a need for diverse skills, expertise, andexperience (bell). In the currentbusiness settings labor mobility is a standard and companies must pay attentionto the human impact when implementing change if they want to retain theirtalent. Change is inevitable and fewlike change, but change comes in many different forms from positive to negativeand from small to large, some changes can be more disruptive to employees thanothers, such as a merger. Change willmake people feel anxious and creates feelings of uncertainty but it can also bepositive, it pushes individuals out of there comfort zone and challenges themin ways to learn and explore things about themselves that they may have notknown without the change. Communicationwill be key, in order to ensure a smooth transaction, a few things must beaccomplished to effectively communicate a change. To effectively communicate to BANKSemployees, communication will need to be clear and transparent and the teamswill need to know what the changes are, why they were made, and connect thejustification of the plans to benefits for not only the company but to theemployee. One of the mostchallenging elements for a company is change, planning and managing change isdifficult.
One challenge of this changeis the lack of planning and the implications that a lack of planning willbring. Managers need to plan for thechange efficiently in order to better serve the diverse employees ofBANKS. Challenges of a Diverse Team in the WorkplaceCreatinga Change Management Plan and Implementation First there is a need to understandthe causes and reasons for the change and then create a program to transitionto the change. Establishing the reasonsfor the change, and remembering that BANKS is a diverse team is crucial. Don’t assume that every employee will knowwhy the change is needed and jump on board immediately. Make a clear understanding as to why thechange is needed and how it will improve the BANKS organization, daily life ofemployees, and the customers. Communicating this message should come from all levels of theorganizations, from the senior leaders to the frontline supervisors.
The delivery of message will be different inscope and connections from every level. Upper level management should focus on the vision of the future state ofBANKS and the efforts of the frontline supervisors should focus on the finerdetails and the one-on-one interactions.Diversity is nolonger just a black/white, male/female, old/young issue, it’s much morecomplicated than that. Implementation ofchange in a diverse workplace is difficult, because you want to make sure thatthe change is relayed to every individual in a way that they understand. Some team members will receive messagesdifferent than others. In order to reachevery level BANKS should ensure varies methods of delivery are covered in suchway as: booklets, guides, advertising leaflets, and round table discussion withmanagers, etc.
The goal for BANKS implementation is to make sure there is abond between organizational life and the reality of the team members lives. Therefore, it is crucial that managersconsider the implementation of changes to include the flexible work schedulesas well, this will help the diverse work force to balance family obligations(Rios, 2007). ResistanceWhen individualsare asked to change, resistance is a normal human reaction (Bovey, & Hede,2001). BANKS is no different andresistance experienced from employees can be regarded as a normal reaction andeven the most cooperative and supportive employees will experience some levelor some type of resistance. It’simperative that every level of responsibility within the BANKS organizationunderstand that communicating is crucial, and that proper communication canchange the effect on the amount to which resistance will happen. In conjunction with that, every level ofsupervision will strive to support the change and own the changes as if it’stheir own.
To better and effectively dothis, managers must strive to accept the change first and completely understandin that it’s their responsibility to implement the change. Supervisors must also be honest and buildtrust amongst BANKS employees. Once doneBANKS upper management can benefit by supervisors aiding in the implementationand planning of the change.
Employeesthat are influenced from their supervisors will adapt to the change earlierthan others and reduce the resistance within other employees. Communicatingthe Change Explaining the value and importanceclearly and consistently is fundamental to the success of change withinBANKS. Ensuring that BANKS employees arenot only hearing the message but they are fully understanding is crucial tocontinue the trust that has already been built. Delivering the message in various forms will meet the needs ofmany. Being creative on top of theone-on-one conversations that the managers will already be carrying out willcome in forms such as BANKS newsletters, scheduled presentations with questionand answer forums, also anonymous questions will be collected through email anddrop boxes enabling the employees that may feel nervous to pose questions insuch open forums. Conclusion. ReferencesBovey, W.
H., & Hede, A. (2001).
Resistance toorganizational change: the role of cognitive and affective processes.Leadership & Organization Development Journal, 22(8), 372-382.Kozlowski, S. W. J., & Bell, B. S. (2003).
Workgroups and teams in organizations. In W. C. Borman, D.
R. Ilgen & R. J.Klimoski, Handbook of psychology: Industrial and organizational psychology,333–375.Rios, R.
(2007). Embracing a diverse twenty-first centuryworkforce. Journal / American Water Works Association, 99(1), 38–41.David W. Pitts, Alisa K. Hicklin, Daniel P. Hawes, ErinMelton; What Drives the Implementation of Diversity Management Programs?Evidence from Public Organizations, Journal of Public Administration Researchand Theory, Volume 20, Issue 4, 1 October 2010, Pages 867–886,Labor-mobility.
(n.d.). Retrieved January 30, 2018, from https://dictionary.cambridge.org/us/dictionary/english/labour-mobility